Pay Dispute Claims
Do you need information about pay disputes or fair wages? Claims National is an employment law specialist who can provide you with exactly that – for free of charge.
Much is made of the importance of fair wages in employment – and for good reason. Whether you are in your first job at the age of 16 or the chairperson of a multinational company, the right to a fair wage is yours and there are laws in the UK specifically designed to protect you as an employee.
There isn’t, however, one law applicable to everyone. The laws are different depending on your age and the type of work you are doing.
To clarify your position on pay disputes, contact Claims National today to speak to our employment law team who will be more than happy to provide you with FREE expert advice.
As an employer, it is in your duty to ensure that all employees are paid fairly, and in a professional manner. All workers are entitled to a pay slip, either before or on the day that they are paid. This pay slip must show gross pay, take home pay, and the amounts and reasons for all deductions taken out.
If there is a dispute regarding payments between employers and employees, it should be dealt with as best as is possible in work, ideally coming up with a joint solution for the situation. However, if there is no solution made to the dispute, then formal internal procedures should be made, and if the problem continues to persist, it should be referred to an employment tribunal.
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It is important that your employer pays you with consideration of your wage rights. These rights include:
- Statutory adoption pay
- Equal pay
- Guarantee payments
- Holiday pay
- Payment owed by an insolvent employer
- Itemised pay statement
- Statutory maternity pay
- Medical suspension pay
- National minimum wage
- Statutory paternity pay
- Protection from unauthorised deductions
- Protective awards
- Redundancy pay
Equal pay addresses that men and women are given equal payments if they are employed on the same, or similar work, or the value of work that they do is equal.
Holiday pay usually covers 5-6 weeks’ paid annual leave. This can vary depending on your employer and your job role.
A woman is entitled to 39 weeks maternity pay, if she has been employed by the current employer for at least 26 weeks prior to taking maternity leave.
Employees may be suspended from their normal work due to certain medical and health conditions. Employees suspended for this reason are entitled to medical suspension pay, as it is not their fault that they cannot come to work and in most cases, working could put them in danger of increasing their medical condition.
Workers must be paid at least the National Minimum Wage. The National Minimum Wage varies depending on your age:
- Rate for workers aged 22 and over: £5.73 per hour
- Rate for workers aged 18-21: £4.77 per hour
- Rate for 16 and 17 year olds: £3.53 per hour
If your employer is paying you less than your National Minimum Wage rate, then you may be entitled to make a claim for compensation.
Most employees are entitled to statutory paternity pay, which is currently at a rate of £123.06 per week, for one or two consecutive weeks.
If you have been dismissed from your job as a result of redundancy, you may be entitled to a lump sum redundancy pay. The amount of redundancy pay you receive will depend on your age, the length of continuous service with your employer, and your weekly pay.
If your employer has restricted you of your payment rights at any time, or has failed to give you the correct payments, you may be entitled to make a claim for compensation regarding pay disputes.